Career Management
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Career Management
It IS possible to be happy at work and have a productive harmonious workplace!
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Performance Management Is NOT an Annual Appraisal

Performance management isn't an annual appraisal. Here's information about performance management, as well as performance management systems and performance management tips.
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Training is key to worker retention - USA TODAY

Training is key to worker retention - USA TODAY | Career Management | Scoop.it
USA TODAYTraining is key to worker retentionUSA TODAYBut in looking for greener grass, where will these employees land?
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Self-Assessment of Board Performance | Better Boards Australasia

Self-Assessment of Board Performance | Better Boards Australasia | Career Management | Scoop.it
A recurring theme in the nonprofit governance literature is the need for boards to conduct regular assessments of their performance. Some governance experts have developed approaches to board performance evaluation ...
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The Hidden Costs of Poor Employee Retention

The Hidden Costs of Poor Employee Retention | Career Management | Scoop.it
Employee turn over is a hidden cost. Employee retention minimizes the costs to businesses and keep employees engaged and committed at work.
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Factors that Support Your Career Planning | POKRET KAPIRAJ – An ...

But by having a career, someone aims not only for salary, but also self actualization that comes from that. Thus, a career planning is important you wish to build a career path that ends in personal success.
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5 Ways To Improve Employee Retention

5 Ways To Improve Employee Retention | Career Management | Scoop.it
Not everyone who wears the work uniform you have selected for your employees will stay with your company forever. Every company is facing this sad reality on.
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How to develop an employee performance evaluation - by John Louie Ramos - Helium

Evaluating the performances of employees is critical to a company’s success. Performance evaluation serves as a communication tool for both the employees and their employers. It is used by the management to gauge the effectiveness of the human resources.

On the other hand, employees use performance evaluation to communicate their concerns and ideas to the management. Likewise, performance evaluations are conducted in order to ensure that every employee is on the same page regarding the company’s goals and objectives.


Performance evaluation can take the form of questionnaires, interviews and online documents. Nevertheless, regardless of the medium used, the gathered data is still the most important fruit of a performance evaluation.


The following are some of the guidelines that should be closely followed when evaluating employee performance.


Performance evaluations should be done regularly.


Performance evaluations should be done on regular intervals, preferably on an annual or a semi-annual basis. It is essential that the results of performance evaluations are timely and not outdated.


Performance evaluation is a great way to institute change in a workplace. Thus, it would be unfair if the results of an outdated performance evaluation are used against an employee.


Specific jobs require specific questions.


Another factor that should be considered when creating performance evaluation forms is the scope of the employee’s work. The questions and criteria should be in line with the employee’s duties and responsibilities.


The questions and criteria must also have some semblance of objectivity. Managers can use quantifiable criteria like sales quota and income directly attributable with the employee.


Be aware of potential statistical margin of errors


Performance evaluations are not immune to bias and subjectivity. Moreover, it is highly important that managers give consideration to statistical ties and margin of errors. Some actions weigh heavier than others and the most recent actions are the most remembered ones.


In examining the results of performance evaluation, managers must consider such factors.


Allow enough space for employee feedback and recommendation


Employee feedback is a pivotal factor in the decision making policies of a company. Employee feedback helps in improving the relationship between managers and rank and file employees. It makes the company more transparent and less authoritative.

Performance evaluation forms should have enough space for employee feedback and recommendation.


Performance evaluation results should be treated as confidential


The results of performance evaluations should always be treated confidentially. As much as possible, the results of a performance evaluation should only be known to the managers, the human resources department and the owners.

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